We previously wrote an article about the abolition of the so-called 24-week requirement. The abolition of this gives employers more opportunities to hire asylum seekers. But what was it like again? A short recap with 5 questions and answers.

Please note: this article was translated using a translator app

What exactly does the recent abolition of the 24-week requirement for asylum seekers mean?

The 24-week requirement limited asylum seekers to a maximum of 24 weeks of work in a year. However, the Council of State concluded that the 24-week requirement is contrary to European law, as a result of which this rule was taken off the table. This has created more opportunities for asylum seekers to work without this restriction.

What options does the abolition of the 24-week requirement offer employers?

Employers gain access to a group of professionals who look differently, come up with new ideas and are extremely motivated. It is worthwhile for employers to invest in these new employees, now that they are also allowed to work longer than 24 weeks per year. In addition, it is less and less 'unexplored territory': more and more information is becoming available to employers. With this growing amount of information and by emphasizing equal employment opportunities, employers can play an important role in integrating asylum seekers into the Dutch labor market.

What tools can employers use to get help hiring asylum seekers?

If you want more information about newcomers and work, download the practical guide for employers, which we created together with the SER. Employers can also use the Ben & Jerry's toolkit to gain insight into required employee information, understand next steps and learn how to apply for a work permit (TWV).

What is the social impact of quickly integrating asylum seekers into the labor market?

Rapid integration of asylum seekers into the Dutch labor market contributes to reducing inactivity, improving the language and building their own network. This is a win-win situation: work offers asylum seekers structure, social contacts and it ensures that you belong. And employers with a diverse workforce are demonstrably more successful and future-proof.

Are there no longer any obstacles for employers and asylum seekers now that the 24-week requirement has been abolished?

Despite the abolition, there are still practical challenges, such as long processing times when applying for work permits (TWV) and citizen service numbers, and a waiting period of 6 months before paid work can be performed. In our previous article you can read where you as an employer can apply for a TWV and how you can apply for a BSN as an asylum seeker and more information about the emergency procedure at COA.

Want to learn more? Read our previous article about the 24-week requirement here .